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Keywords Leadership · SDG 5 gender equality · Higher education · Sustainable
development · Extractive industry · Career development
6.1 Introduction
Equal opportunities for greater engagement and participation in leadership roles are
not just the responsibilities of women. The limiting factors for engagement are
underpinned by a broader set of androcentric, sociocultural, governmental and organizational norms within male-dominated industries, such as extractives. Thus, the
responsibility lies in a collaborative effort between the private sector, government,
higher education institutions and civil society organizations to promote equal opportunities towards sustainable leadership of women in the extractive industry. Although
recent trends indicate an increase in participation of women in leadership roles in
male-dominated fields, these opportunities remain highly conditional and limited by
systemic conceptions of gender roles (Ibañez 2010; National Council of Innovation
and Competitiveness 2014; Council of Mining Competencies 2015; Navarro et al.
2016). The significance of this issue results from the challenges imposed on the
ability of women to gain leadership opportunities from training in higher education
through to their career transition. Issues such as lack of recognition, limited skill
development for career growth, educational barriers, work and life balance, reconciliation of maternal responsibilities and career development are all underpinned by
a predominantly androcentric policy and government approaches, compromising
the achievement of the sustainable development goal 5, gender equality (hereinafter
SDG 5). Thus, a framework that promotes the interests and growth of men only
hinders opportunities for career development for women into leadership roles and
reduces industry productivity.
The persistence of these challenges is mainly due to lack of education at the corporate level regarding ways of promoting sustainable leadership opportunities for
women. Research findings presented in this chapter show that the private sector and
its stakeholders require a nuanced understanding of existing challenges and opportunities to take actions that have a positive impact on women in male- dominated
industries. At the global level, the international community has developed compliance mechanisms, international standards and regulations aimed to promote sustainable leadership of women in male-dominated fields. However, this is not only a
women’s issue as it requires multi-stakeholder collaboration. This chapter provides
a qualitative analysis of a series of interviews, focus groups, literature review and
policy analysis. The study presents key androcentric sociocultural, corporate and
governance factors that hinder the sustainable leadership of women in male-dominated fields, such as the extractive industry. This analysis presents competing perspectives, presented in academic literature and policy discourse, to facilitate a
conversation on the value of a more inclusive approach to career development, work
dynamics and productivity for women in the extractive industry (Franco 2014).
I. B. Franco et al.
Keywords Leadership · SDG 5 gender equality · Higher education · Sustainable
development · Extractive industry · Career development
6.1 Introduction
Equal opportunities for greater engagement and participation in leadership roles are
not just the responsibilities of women. The limiting factors for engagement are
underpinned by a broader set of androcentric, sociocultural, governmental and organizational norms within male-dominated industries, such as extractives. Thus, the
responsibility lies in a collaborative effort between the private sector, government,
higher education institutions and civil society organizations to promote equal opportunities towards sustainable leadership of women in the extractive industry. Although
recent trends indicate an increase in participation of women in leadership roles in
male-dominated fields, these opportunities remain highly conditional and limited by
systemic conceptions of gender roles (Ibañez 2010; National Council of Innovation
and Competitiveness 2014; Council of Mining Competencies 2015; Navarro et al.
2016). The significance of this issue results from the challenges imposed on the
ability of women to gain leadership opportunities from training in higher education
through to their career transition. Issues such as lack of recognition, limited skill
development for career growth, educational barriers, work and life balance, reconciliation of maternal responsibilities and career development are all underpinned by
a predominantly androcentric policy and government approaches, compromising
the achievement of the sustainable development goal 5, gender equality (hereinafter
SDG 5). Thus, a framework that promotes the interests and growth of men only
hinders opportunities for career development for women into leadership roles and
reduces industry productivity.
The persistence of these challenges is mainly due to lack of education at the corporate level regarding ways of promoting sustainable leadership opportunities for
women. Research findings presented in this chapter show that the private sector and
its stakeholders require a nuanced understanding of existing challenges and opportunities to take actions that have a positive impact on women in male- dominated
industries. At the global level, the international community has developed compliance mechanisms, international standards and regulations aimed to promote sustainable leadership of women in male-dominated fields. However, this is not only a
women’s issue as it requires multi-stakeholder collaboration. This chapter provides
a qualitative analysis of a series of interviews, focus groups, literature review and
policy analysis. The study presents key androcentric sociocultural, corporate and
governance factors that hinder the sustainable leadership of women in male-dominated fields, such as the extractive industry. This analysis presents competing perspectives, presented in academic literature and policy discourse, to facilitate a
conversation on the value of a more inclusive approach to career development, work
dynamics and productivity for women in the extractive industry (Franco 2014).
I. B. Franco et al.